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Glass ceiling


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Glass ceiling

  1. 1. Prepared by: Farizwan Shahfiq KhairunnisaNorsheyreenNur Shireen
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  3. 3. The DefiniTion- An unofficial barrier to opportunities within an organization or company which is perceived to prevent protected classes of workers, particularly women, from advancing to higher positions. 3
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  5. 5. originaliTy… The term Glass Ceiling was originally used by Carol Hymowitz and Timothy Schellhardt in a March 24,1986 Wall Street Journal article. The term glass ceiling applied to women as a group, not just individuals. 5
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  7. 7.  The term glass ceiling is most often applied in business situations. Women feel, either accurately or not, that men are deeply entrenched in the upper echelons of power. Women try as they might, find it nearly impossible to break through.Vocab: 1) entrenched- strongly established and not likely to change 2) echelons- a rank or level of authority in an organization 7
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  9. 9.  A report written by Ann Morrison, Breaking The Glass Ceiling(1987) conclude that there are few true differences between men and women in psychological, emotional or intellectual qualities. Women are expected to be tough but not to display “macho” characteristics. They were expected to take responsibility yet to be obedient in following orders. They were expected to be ambitious yet not to expect equal treatment. 9
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  11. 11. The causes… Many challengers say that it exists mostly because women choose to focus more on their time on family and in the end cannot dedicate as much time to their career. The term “brass ceiling” is also used to describe the difficulties women have when they try to rise up in the ranks. 11
  12. 12. BREAKING THROUGH THE GLASS CEILINGThis file photo shows lawyers visiting Turkeys founder Atatürks mausoleum Anıtkabir. Academicians argue that patriarchy shapes professional world. (Hürriyet photo) 12
  13. 13. The issue of glass ceiling inMalaysia In the Eight Malaysian Plan(2000) it is revealed that there is an increasing trend of female students enrolment into public universities from 50% (1995) to 55% (2000) This shows that women are just as academically qualified as their male counterparts and therefore worth of equality in the workplace. 13
  14. 14. The MCA leadership, comprisingmostly men. Ng Yen Yen is third from left 14
  15. 15. The causes The misconceptions in relation to women and careers in management still remains until now. Discriminations, negative attitudes and stereotypes of women as leaders prevail, which leads to fewer opportunities and slow career progress. Negative attitude is created by women in seeking for advancement in the organization. 15
  16. 16.  Family supports and encouragement is critical to women’s career. The beliefs and perception that women must be able to play role of wife, mother and worker simultaneously makes them struggle in a work- family conflict. (Marvin 2001) 16
  17. 17.  There is a research that indicates that men tend to get promoted faster than women, because of their greater use of informal networks. Studies revealed that training was greater advantage to men than women. Work experience and education increased training opportunities more for men than women. It seems that, on the whole, men believe that equal employment opportunity has been achieved, whereas women do not. 17
  18. 18. WhaT can We(WoMen) Do? If you feel like you are being discriminated against, speak up! Bring it to the attention of your human resources manager! Be specific about your complaints and not just say that you feel like you are being treated differently. The better you lay out your facts, the more attention your case will get. Let us BREAK THE GLASS CEILING!!!! 18